Job Satisfaction and Employee Engagement as Mediators of the Relationship Between Talent Development and Intention to Stay in Generation Z Workers

Abstract

Purpose: This study is intended to determine the relationship between talent development and intention to stay among Generation Z workers in the largest industrial center in Southeast Asia. Intention to stay has been delineated as employees’ plan to stay in their current employment with their present employer for a relatively long period. This study is also to test whether job satisfaction and employee engagement can mediate between talent development and intention to stay Theoretical framework: Retention of employees requires utilizing all tools available. If Talent Development increases Job Satisfaction, Employee Engagement and Empowerment and these lead to increased Intention to Stay, the effects of it must be studied. Design/methodology/approach: The 342 samples of Generation Z employees were taken by purposive sampling technique from companies in 15 industries of Bekasi Regency including manufacturing, food industry, service industry, education, electronics, transportation, construction, IT, telecommunication, and real estate. The data was tested with Smart PLS 3.0 software. Findings: The result is that there is a positive and significant influence of talent development on intention to stay, and job satisfaction has a bigger mediating value than employee engagement between talent development and intention to stay. Research, Practical & Social implications: Future studies should have a larger Generation Z sample Originality/value: Research on Generation Z Talent Development is still rarely done, and Generation Z employees are especially important to companies.